.PID 11

The Moneyball approach to inside sales.

.PID 2

Why take this approach?

Education and experience alone are not the best predictors of future performance. If they were, the accuracy of sales hiring would be much higher. A report by Salesleadershipdevelopment.com claims the wrong hire in sales is made over 68 percent of the time.

Gallup studies show that talented people who are taught the fundamentals of a position quickly outperform those of their experienced counterparts who lack the right talents.

.PID 3

So what are you buying?

Just like the movie you are buying runs in the world of business you are buying sales.

If you are buying sales what matters?

Good sales people are very important and can be the David Ortiz in your overall business and marketing strategy.

.PID 4

Would you find value because others have overlooked the Greek God of Cold Calling because he didn’t have prior telemarketing or sales experience?

.PID 5

What if you looked for a different set of criteria when looking for a sales rep such as motivation over sales experience?

.PID 6

Let’s compare hiring inside sales people to baseball prospects using the Moneyball model:

.PID 7

Strikeouts

Too many strikeouts by a hitter equates to 150 calls made per day with a very low conversion rate.

Don’t know how to get through the gatekeeper and not having engaging conversations with decision makers.

Sales Myth: Effort still matters but sales isn’t about numbers anymore.

.PID 8

Past Performance

Past stats like hit .280 and 20 HRs (against National League pitching) is like saying you achieved 150% of quota selling virtualization to server farms 5 years ago.

The point, anyone can do it an it’s typically way over rated and comes with a huge ego and a huge salary.

.PID 9

On-base percentage

How many people are you talking to every day in business?

Have more quality conversations = get on base more and score more.

.PID 10

Slugging percentage.

Is the percentage of conversations you are converting into qualified opportunities.

.PID 11

Pitcher walking too many…

Too many walks by a pitcher is like getting prospects interested but afraid to really qualify them and gain commitment.

.PID 12

Good defense.

You need good defense, how many people are you nurturing to ensure they are left with a favorable impression of yourself and your company.

Not whether you win or not it’s how you play the game.

.PID 13

21 Doors approach

Hire for attitude and potential

Recruit smartly and differently

Temp to Perm Route

Provide sales foundation training

Ongoing 90-day onboarding program

Share the risk financial model

Match company’s culture

Temporary to direct-hire model offers companies a low-risk way to staff jobs when trial periods have

proven useful in evaluating employee skills, quality, and overall fit.

.PID 14

Why 21 doors?

Management team started and grew a 150-person B2B call center focused prospecting, lead generation, and appointment setting.

Personally excelled in inside sales environments.

Trained 1000’s of inside sales reps and VARs on prospecting.

Experienced first-hand the pains of direct and indirect hiring, training inside sales people.

Shared-risk option if sales training is included.

.PID 15

21 Doors Core Values

Never take the easy way out.

Leave your baggage at the door.

Be a trusted partner with all our clients.

Honesty in all dealings. Issues deal with immediately and accept responsibility.

Provide an environment where people can excel and be empowered.

Help people get careers not jobs.

.PID 16

Value-Added Inside Sales Staffing

Getting people back to work one new inside sales rep at a time.

.PID 17

21 Doors Group

1 Washington St. Suite #4024

Dover, NH 03820

Will Gibney

603.842-8342

www.21doorsgroup.com

@21doorsgroup